3 PRE-EMPLOYMENT TESTS

3 PRE-EMPLOYMENT TESTS

You benefit from three types of pre-employment tests. Three types of pre-employment testing are Mental Aptitude or Cognitive Tests, Behavior or Personality Tests, and Dependability or Work Reliability Tests.

Mental Abilities or Aptitude Tests help you determine if a job applicant has enough brainpower to (a) learn the job and (b) correctly think through situations on-the-job.

Behavior or Personality Tests give you insights into the job candidate’s work-related interpersonal skills, personality, and motivations.

Dependability or Work Reliability Tests assess the job applicant’s work ethic, impulsiveness, and potential for substance abuse or stealing.

Dr. Mercer helps you choose the most relevant pre-employment testing for your company to test job candidates. For each job, you will use the one or two or three most job-related tests for that specific job in your organization.

Importantly, some applicants try to lie or answer dishonestly on Personality Tests or Dependability Tests. Don’t worry: Dr. Mercer researched this, and built-in unique techniques that “catch” job applicants who lie on Personality or Dependability tests.

Research about Effectiveness of Pre-Employment Tests
Research on pre-employment tests and other prediction methods show pre-hire tests are the most effective method to accurately predict how an applicant may perform on-the-job, if hired. In contrast, interviews typically are found to be a lousy method to predict an applicant’s job performance. Also, reference checks, unfortunately, are quite useless, because many companies refuse to reveal negative information about their former employees.


Why are Well-Researched Pre-Hire Tests So Accurate at Predicting Actual Job Performance?
Pre-hire tests that work well are created from years of doing In-depth research. The research is done to find out which test questions work best in the test, plus make sure the test is valid and reliable Only use tests created using intense research to establish the test is both
(a) Valid
(b) Reliable

Validity of A Test
Validity means the test accurately or validly predicts or forecasts exactly what it is meant to predict. For example, if one scale or section of a personality test aims to predict if a job applicant is teamwork-oriented, then that test scale is valid if it accurately measures how much or how little an applicant likes teamwork.

Or, if a mental or cognitive aptitude test scale helps predict problem-solving ability, then that problem-solving ability scale must be a valid or accurate measure of an applicant correctly understanding and solving problems. If a dependability or work reliability test scale helps predict Theft/Stealing concerns, then it must be a valid or accurate prediction of an applicant possibly being a person who steals.

Reliability of Pre-Hire Tests Is Different Than Validity
Reliability means a test reliably or consistently measures what it is supposed to measure. It can be established through research in a couple ways. In general, reliability means a test reliably or consistently measures what it is supposed to measure. For instance, if multiple questions predict Teamwork, then those Teamwork questions must overall measure Teamwork and not some other factor. Also, test-retest reliability means if a job applicant takes the pre-employment test one day and then takes the same test at a later date, the applicant’s scores should be the same at both times, at both the test and later retest. That is test-retest reliability

Beware: Some “Assessments” Are not Hiring Tests
Pre-employment assessments are specially researched and created specifically for testing job applicants. In contrast, some organizations mistakenly use “assessments” that are meant for training or teambuilding with current employees when they evaluate job applicants.

This is wrong to do for multiple reasons. For instance, such training or teambuilding “assessments” are not researched, designed, nor justifiable for testing job applicants. Plus, training or teambuilding “assessments” often do not “catch” liars. They do not have any built-in scientific method to discover if the person (a) lied or (b) gave answers to make themselves seem more wonderful than they really are!

Also, if concerns are raised about a company using training or teambuilding “assessments” in its applicant screening and hiring process, the company may not be able to justify why it used an “assessment” meant for training or team-building to evaluate job applicants.

Summary:
Only use pre-employment tests researched and created to test job candidates, including research to establish the test is both valid + reliable.

You benefit from three types of pre-employment tests. Three types of pre-employment testing are Mental Aptitude or Cognitive Tests, Behavior or Personality Tests, and Dependability or Work Reliability Tests.

Mental Abilities or Aptitude Tests help you determine if a job applicant has enough brainpower to (a) learn the job and (b) correctly think through situations on-the-job.

Behavior or Personality Tests give you insights into the job candidate’s work-related interpersonal skills, personality, and motivations.

Dependability or Work Reliability Tests assess the job applicant’s work ethic, impulsiveness, and potential for substance abuse or stealing.

Dr. Mercer helps you choose the most relevant pre-employment testing for your company to test job candidates. For each job, you will use the one or two or three most job-related tests for that specific job in your organization.

Importantly, some applicants try to lie or answer dishonestly on Personality Tests or Dependability Tests. Don’t worry: Dr. Mercer researched this, and built-in unique techniques that “catch” job applicants who lie on Personality or Dependability tests.


Research about Effectiveness of Pre-Employment Tests
Research on pre-employment tests and other prediction methods show pre-hire tests are the most effective method to accurately predict how an applicant may perform on-the-job, if hired. In contrast, interviews typically are found to be a lousy method to predict an applicant’s job performance. Also, reference checks, unfortunately, are quite useless, because many companies refuse to reveal negative information about their former employees.

Why are Well-Researched Pre-Hire Tests So Accurate at Predicting Actual Job Performance?
Pre-hire tests that work well are created from years of doing In-depth research. The research is done to find out which test questions work best in the test, plus make sure the test is valid and reliable Only use tests created using intense research to establish the test is both
(a) Valid
(b) Reliable

Validity of A Test
Validity means the test accurately or validly predicts or forecasts exactly what it is meant to predict. For example, if one scale or section of a personality test aims to predict if a job applicant is teamwork-oriented, then that test scale is valid if it accurately measures how much or how little an applicant likes teamwork.

Or, if a mental or cognitive aptitude test scale helps predict problem-solving ability, then that problem-solving ability scale must be a valid or accurate measure of an applicant correctly understanding and solving problems. If a dependability or work reliability test scale helps predict Theft/Stealing concerns, then it must be a valid or accurate prediction of an applicant possibly being a person who steals.

Reliability of Pre-Hire Tests Is Different Than Validity
Reliability means a test reliably or consistently measures what it is supposed to measure. It can be established through research in a couple ways. In general, reliability means a test reliably or consistently measures what it is supposed to measure. For instance, if multiple questions predict Teamwork, then those Teamwork questions must overall measure Teamwork and not some other factor. Also, test-retest reliability means if a job applicant takes the pre-employment test one day and then takes the same test at a later date, the applicant’s scores should be the same at both times, at both the test and later retest. That is test-retest reliability

Beware: Some “Assessments” Are not Hiring Tests
Pre-employment assessments are specially researched and created specifically for testing job applicants. In contrast, some organizations mistakenly use “assessments” that are meant for training or teambuilding with current employees when they evaluate job applicants.

This is wrong to do for multiple reasons. For instance, such training or teambuilding “assessments” are not researched, designed, nor justifiable for testing job applicants. Plus, training or teambuilding “assessments” often do not “catch” liars. They do not have any built-in scientific method to discover if the person (a) lied or (b) gave answers to make themselves seem more wonderful than they really are!

Also, if concerns are raised about a company using training or teambuilding “assessments” in its applicant screening and hiring process, the company may not be able to justify why it used an “assessment” meant for training or team-building to evaluate job applicants.

Summary:
Only use pre-employment tests researched and created to test job candidates, including research to establish the test is both valid + reliable.

OVERVIEW OF DR. MERCER’S PRE-EMPLOYMENT Tests

Abilities Forecaster™ Test

Helps you forecast – or predict – 5 key aptitude or mental abilities:
+ Problem-Solving
+ Vocabulary
+ Arithmetic
+ Grammar, Spelling, & Word Use
+ Small Details Speed & Accuracy

Dependability Forecaster™ Test

Helps you forecast – or predict – crucial work responsibility & dependability factors
+ Honesty on DF
+ Work Ethic
+ Impulsiveness
+ Theft/Stealing concerns
+ Substance Abuse concerns

Behavior Forecaster™ Test

Helps you forecast – or predict – important work-related behaviors:

3 Interpersonal Skills
+ Friendliness
+ Assertiveness
+ Teamwork

5 Personality Traits
+ Following Rules & Procedures
+ Poise Under Pressure
+ Optimism
+ Activity Level
+ Focus

5 Work Motivations
+ Money
+ Helping People – Providing Good Service
+ Creativity
+ Power – Taking Charge of Work
+ Knowledge – Learning & Looking Up Info

Abilities Forecaster™ Test

Helps you forecast – or predict – 5 key aptitude or mental abilities:
+ Problem-Solving
+ Vocabulary
+ Arithmetic
+ Grammar, Spelling, & Word Use
+ Small Details Speed & Accuracy

Dependability Forecaster™ Test

Helps you forecast – or predict – crucial work responsibility & dependability factors
+ Honesty on DF
+ Work Ethic
+ Impulsiveness
+ Theft/Stealing concerns
+ Substance Abuse concerns

Behavior Forecaster™ Test

Helps you forecast – or predict – important work-related behaviors:

3 Interpersonal Skills
+ Friendliness
+ Assertiveness
+ Teamwork

5 Personality Traits
+ Following Rules & Procedures
+ Poise Under Pressure
+ Optimism
+ Activity Level
+ Focus

5 Work Motivations
+ Money
+ Helping People – Providing Good Service
+ Creativity
+ Power – Taking Charge of Work
+ Knowledge – Learning & Looking Up Info

Cognitive and abilities forecaster pre-hire test
behavior forecaster
dependability forecaster pre-employment test
Cognitive and abilities forecaster pre-hire test
behavior forecaster
dependability forecaster pre-employment test

Our expertise + user-friendly pre-employment test help you avoid
bad hires
expensive hiring mistakes
training lousy employees
paying employees you regret hiring!

Results you achieve when you test job applicants include
+ increased profits
+ higher productivity
+ improved work environment + teamwork
+ employees who help you grow your business

Our expertise + user-friendly pre-employment tests help you avoid
bad hires
expensive hiring mistakes
training lousy employees
paying employees you regret hiring!

Results you achieve when you test job applicants include
+ increased profits
+ higher productivity
+ improved work environment + teamwork
+ employees who help you grow your business

GET 7 WONDERFUL BENEFITS
WHEN YOU USE FORECASTER™
Forecaster™ Test Benefits
1. Expert – Dr. Mercer
2. Instant Scoring
3. Customization
4. Advice + Consultation
5. Your Own Testing Website
6. Training + Follow-Up Support
7. Peace-of-Mind – you work with Ph.D. + expert
schedule a free consultation
dr. michael mercer pre-employment testing expert

YOU GET NATIONAL EXPERT ON HIRING + PRE EMPLOYMENT TESTING

QUESTION = WOULD YOU LIKE A NATIONAL EXPERT TO HELP YOU . . .
ON YOUR GOAL TO HIRE THE BEST?
You get help from the national expert when you use Forecaster Tests

 

Learn more about Dr. Michael Mercer, Author of Hire The Best & Avoid The Rest™

GET STARTED NOW… CALL (847) 521-2554 TO TALK DIRECTLY WITH

DR. MICHAEL MERCER
TELL HIM YOUR PRE-EMPLOYMENT TESTING QUESTIONS & NEEDS.

GET STARTED NOW…

CALL (847) 521-2554

TO TALK DIRECTLY WITH

DR. MICHAEL MERCER

TELL HIM YOUR PRE-EMPLOYMENT TESTING QUESTIONS & NEEDS.